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Hultqvist J, Hensing G, Björk L, Bertilsson M. Managers' attitudes to depression and the association with their rating of how work capacity is affected in employees with common mental disorders. BMC Res Notes 2024; 17:144. [PMID: 38773610 PMCID: PMC11110306 DOI: 10.1186/s13104-024-06750-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/31/2023] [Accepted: 03/18/2024] [Indexed: 05/24/2024] Open
Abstract
OBJECTIVE This explorative, cross-sectional study assessed the association between managers' attitudes to employee depression and their rating of how common mental disorders (CMDs) affect employee work capacity. RESULTS A principal component analysis was performed for the nine variables concerning managers' rating of how CMDs can affect work capacity among employees. The analysis resulted in two factors: task-oriented- and relational work capacity. The result of the multivariate analysis of covariance showed a p value of 0.014 (Pillai's trace) indicating a statistically significant association between managers' attitudes towards employee depression and managers' rating of how CMDs affect work capacity. The association was significant for both factors as indicated by the p value of 0.024 for task-oriented work capacity and the p value of 0.007 for relational work capacity. The R2 value was 0.022 for task-oriented work capacity and 0.017 for relational work capacity. We assumed that negative attitudes towards employee depression would be associated with a perception of decreased work capacity among employees with CMDs. The results showed a significant association; however, the effect (~ 2%) was small. Further studies of manager's attitudes and other possible determinants of managers' rating of CMD-related work capacity are needed to better understand these factors.
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Affiliation(s)
- Jenny Hultqvist
- Department of Health and Rehabilitation, Institute of Neuroscience and Physiology, The Sahlgrenska Academy, University of Gothenburg, 405 30, Gothenburg, Sweden.
| | - Gunnel Hensing
- School of Public Health and Community Medicine, Institute of Medicine, The Sahlgrenska Academy, University of Gothenburg, 405 30, Gothenburg, Sweden
| | - Lisa Björk
- Region Västra Götaland, The Institute of Stress Medicine, 413 19, Gothenburg, Sweden
- Department of Sociology and Work Science, University of Gothenburg, 405 30, Gothenburg, Sweden
| | - Monica Bertilsson
- School of Public Health and Community Medicine, Institute of Medicine, The Sahlgrenska Academy, University of Gothenburg, 405 30, Gothenburg, Sweden
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Claeys M, Van den Broeck A, Houkes I, de Rijk A. Line Managers' Perspectives and Responses when Employees Burn Out. JOURNAL OF OCCUPATIONAL REHABILITATION 2024; 34:169-179. [PMID: 37402928 PMCID: PMC10899266 DOI: 10.1007/s10926-023-10117-3] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 04/05/2023] [Indexed: 07/06/2023]
Abstract
PURPOSE Little is known about whether burnout can be stopped at an emerging stage. To develop this knowledge, we focus on line managers' perspectives and responses when an employee who seems to be heading for burnout is still at work. METHODS We interviewed 17 line managers working in the educational and health care sectors, who had been confronted with the sickness absence of at least one employee due to burnout in the past. Interviews were transcribed, coded, and analyzed thematically. RESULTS During the period that the employee seemed to be developing burnout while still at work, line managers experienced three different, successive phases: picking up signals, role-taking, and re-evaluation. Line managers' personal frame of reference (e.g., having experience with burnout) seemed to influence whether and how they picked up signals of burnout. Line managers not picking up signals, did not take any action. When picking up the signals, the managers however generally took an active role: they started a conversation, changed work tasks, and - at a later stage - adapted the employee's job description, sometimes without consulting the employee. The managers felt powerless yet learned from the experience when subsequently re-evaluating the period during which employees developed symptoms of burnout. These re-evaluations resulted in an adapted personal frame of reference. CONCLUSION This study shows that improving line managers' frame of reference, e.g., by organizing meetings and/or training, may help them to detect early signals of burnout and take action. This is a first step to prevent the further development of early burnout symptoms.
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Affiliation(s)
- M Claeys
- Faculty of Health, Medicine and Life Science, Maastricht University, Maastricht, 6229 ER, the Netherlands
| | - A Van den Broeck
- Department of Work and Organization Studies, KU Leuven - Campus Brussels, Leuven, Belgium
| | - I Houkes
- Department of Social Medicine, Care and Public Health Research Institute (CAPHRI), Faculty of Health, Medicine and Life Sciences, Maastricht University, Maastricht, The Netherlands
| | - A de Rijk
- Department of Social Medicine, Care and Public Health Research Institute (CAPHRI), Faculty of Health, Medicine and Life Sciences, Maastricht University, Maastricht, The Netherlands.
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Staland-Nyman C, Nurul Basar KM, Hultqvist J, Bertilsson M. The significance of managers' knowledge of common mental disorders on managerial stigma towards employee depression: a cross-sectional study in Sweden. BMC Public Health 2024; 24:378. [PMID: 38317109 PMCID: PMC10840239 DOI: 10.1186/s12889-023-17577-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/23/2023] [Accepted: 12/24/2023] [Indexed: 02/07/2024] Open
Abstract
BACKGROUND Common mental disorders (CMD) such as depression, anxiety and stress-related disorders have increased in the working-age population in many countries but are still often associated with social stigma in workplaces. Managers have a key role in supporting employees with impaired health. Identifying factors that can improve stigmatizing attitudes among managers towards CMD is crucial. The aim of this study was to investigate managers' knowledge of CMD on managerial stigma; more specifically knowledge aquired through training and education and through occupational and personal experience of CMD on low managerial stigma towards employee depression. METHODS Data from a web-based survey conducted in 2017 among 3038 managers in Sweden were used. Managers' attitudes towards employee depression were measured using the Swedish version of the Managerial Stigma towards Employee Depression questionnaire. Binary logistic regression analysis, with adjustments for work setting and managerial experience, was conducted for associations between sources of knowledge of CMD and low managerial stigma. RESULTS With regard to knowledge acquired through training, medical training on CMD was significantly associated with a higher probability for low managerial stigma towards employee depression after adjustments (odds ratio [OR], 1.95; 95% confidence interval [CI], 1.26-3.01), whereas no significant associations were found between knowledge acquired through managerial training on CMD or level of formal education and low managerial stigma. With regard to knowledge acquired through professional and personal experience, occupational experience of treating people with CMD was significantly associated with a higher probability for low managerial stigma (OR, 2.03; 95% CI, 1.40-2.94) as was occupational experience of employees with CMD (1 employee: OR, 1.31; 95% CI, 1.04-1.66); >1 employee, OR 1.35 (CI 1.05-1.73). Personal experience of CMD was significantly associated with low managerial stigma (OR, 1.98; 95% CI, 1.60-2.46). CONCLUSIONS Managers' knowledge and understanding of CMD may increase the probability of a low level of managerial stigma towards employees with depression. Managers' professional and/or personal experiences of CMD were important sources of knowledge in relation to a low level of stigmatizing attitudes. Organizations should encourage the use of managers' experience-based knowledge of CMD in addition to training on CMD to reduce managerial stigma.
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Affiliation(s)
- Carin Staland-Nyman
- School of Public Health and Community Medicine, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Box 100, S-405 30, Sweden.
- School of Health and Welfare, Halmstad University, Box 823, S-301 18, Halmstad, Sweden.
| | - Kazi Mohammad Nurul Basar
- School of Public Health and Community Medicine, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Box 100, S-405 30, Sweden
| | - Jenny Hultqvist
- Institute of Neuroscience and Physiology, Sahlgrenska Academy, University of Gothenburg, Box 100, S-405 30, Gothenburg, Sweden
| | - Monica Bertilsson
- School of Public Health and Community Medicine, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Box 100, S-405 30, Sweden
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Hensing G, Blom S, Björkman I, Bertilsson M, Martinsson J, Wängnerud L, Löve J. Differences in how women and men in a Swedish population-based sample think about sick leave: A cross-sectional vignette study. Work 2024; 77:827-838. [PMID: 37781846 DOI: 10.3233/wor-230119] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/03/2023] Open
Abstract
BACKGROUND Gender differences in attitudes towards depression gives reason to believe that sociocultural gender norms play a role in other areas. OBJECTIVE The aim was to test (i) if the likelihood to think that sick leave with depression symptoms is not reasonable varies between women and men, and (ii) if the likelihood to think sick leave is not reasonable varies depending on the gender of the individual with depression symptoms. METHODS A study population of 3147 participants responded to a web-survey with a written case briefly describing a man or woman with symptoms of depression. Respondents were asked if they thought it is reasonable that the person was sick listed for two weeks. Logistic regression was used to analyse the data. RESULTS After controlling for age, education, self-rated health, and respondent's own experience of sickness absence the adjusted OR was 1.45 (95% CI 1.25-1.67) for men being less likely to think sick-leave was reasonable. Gender difference decreased when adjusting for negative attitudes towards depression (adjusted OR 1.24, 95% CI 1.06-1.44). No difference was found between how women and men thought about sick leave in relation to the gender of the case described in the vignette. CONCLUSION Men were more likely to think that sick leave was not reasonable with decreased OR after adjustment for negative attitudes towards depression. Gender norms might be part of the explanation for differences but are challenging to test. This study contributes to a bourgeoning research field on gendered attitudes and sick leave, in terms of theoretical reasoning and methodological choice.
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Affiliation(s)
- Gunnel Hensing
- School of Public Health and Community Medicine, Institute of Medicine, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden
| | - Sara Blom
- School of Public Health and Community Medicine, Institute of Medicine, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden
| | - Ida Björkman
- Institute of Health and Care Sciences, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden
| | - Monica Bertilsson
- School of Public Health and Community Medicine, Institute of Medicine, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden
| | - Johan Martinsson
- Department of Political Science, University of Gothenburg, Gothenburg, Sweden
| | - Lena Wängnerud
- Department of Political Science, University of Gothenburg, Gothenburg, Sweden
| | - Jesper Löve
- School of Public Health and Community Medicine, Institute of Medicine, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden
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Hultqvist J, Zhang P, Staland-Nyman C, Bertilsson M. Managers' Influence on the Prevention of Common Mental Disorders in the Workplace: A Cross-Sectional Study Among Swedish Managers. J Occup Environ Med 2023; 65:1008-1016. [PMID: 37621038 DOI: 10.1097/jom.0000000000002950] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 08/26/2023]
Abstract
OBJECTIVE To investigate the association among managers' attitudes toward subordinates with common mental disorders (CMDs), self-confidence in supporting these subordinates, and managerial preventive actions (MPAs). METHODS A cross-sectional study was conducted among Swedish managers (n = 2988) and two types of MPAs: reviewing assignments and work situation (MPA-review), and talking about CMD at the workplace (MPA-talk). Binary logistic regression models were applied and adjusted for individual and organizational covariates. RESULTS Managers with negative attitudes toward subordinates with CMD were less likely to have done both MPAs. Managers with higher self-confidence in supporting these subordinates were more likely to have done both MPAs compared with managers with lower self-confidence. CONCLUSIONS Managerial negative attitudes toward CMD and self-confidence in supporting subordinates with CMD have a role in MPAs and should be addressed in manager training programs to encourage preventive actions.
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Affiliation(s)
- Jenny Hultqvist
- From the Department of Health and Rehabilitation, Sahlgrenska Academy, Institute of Neuroscience and Physiology, University of Gothenburg, Gothenburg, Sweden (J.H.); School of Public Health and Community Medicine, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden (P.Z., C.S.-N., M.B.); and School of Health and Welfare, Halmstad University, Halmstad, Sweden (C.S.-N.)
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Hultqvist J, Hensing G, Stansfeld S, Bertilsson M. Managers' sick leave recommendations for employees with common mental disorders: a cross-sectional video vignette study. BMC Psychol 2023; 11:52. [PMID: 36829249 PMCID: PMC9951527 DOI: 10.1186/s40359-023-01086-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/19/2021] [Accepted: 11/13/2022] [Indexed: 02/26/2023] Open
Abstract
BACKGROUND To better understand the initial phases of sickness absence due to common mental disorders (CMD), the aim of the present video vignette study was to test the following three hypotheses: (1) Managers who have negative attitudes towards employees with CMD will not recommend sick leave. (2) Managers with experience of CMD recommend sick leave to a significantly higher extent than managers lacking this experience. (3) Managers with previous experience of recommending sick leave for people with CMD will recommend sick leave to a significantly higher extent also based on the vignettes. METHODS An online survey, including a CMD-labelled video vignette, was sent to 4737 Swedish managers (71% participated, n = 3358). For aims (1) and (2), a study sample consisting of 2714 managers was used. For aim (3), due to the design of the survey questions, a subsample (n = 1740) was used. RESULTS There was no significant association between negative attitudes towards employee depression and managers' recommendation of employee sick leave with the vignette case. The bivariate analysis showed that personal experience of CMD was associated with managers' recommendation of employee sick leave. In the adjusted regression model, it became non-significant. Previous experience of recommending sick leave to one employee and to several employees was associated with recommending sick leave, also when adjusting for gender, level of education, years of managerial experience, and management training on CMDs CONCLUSIONS: The likelihood of a manager recommending sick leave after watching a CMD-labelled video vignette was higher if the manager had previous experience of this situation in real life. This study highlights the importance of including managerial behaviours and attitudes to better understand sick leave among employees with CMD.
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Affiliation(s)
- Jenny Hultqvist
- Department of Health and Rehabilitation, Institute of Neuroscience and Physiology, Gothenburg University, PO Box 455, 405 30, Gothenburg, Sweden.
| | - Gunnel Hensing
- grid.8761.80000 0000 9919 9582School of Public Health and Community Medicine, Gothenburg University, PO Box 463, 405 30 Gothenburg, Sweden
| | - Stephen Stansfeld
- grid.4868.20000 0001 2171 1133Centre for Psychiatry, Queen Mary University of London, Mile End Road, London, E1 4NS Great Britain UK
| | - Monica Bertilsson
- grid.8761.80000 0000 9919 9582School of Public Health and Community Medicine, Gothenburg University, PO Box 463, 405 30 Gothenburg, Sweden
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Tóth MD, Ihionvien S, Leduc C, Aust B, Amann BL, Cresswell-Smith J, Reich H, Cully G, Sanches S, Fanaj N, Qirjako G, Tsantila F, Ross V, Mathieu S, Pashoja AC, Arensman E, Purebl G. Evidence for the effectiveness of interventions to reduce mental health related stigma in the workplace: a systematic review. BMJ Open 2023; 13:e067126. [PMID: 36806140 PMCID: PMC9944311 DOI: 10.1136/bmjopen-2022-067126] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 02/22/2023] Open
Abstract
OBJECTIVES Increasing access to mental health support is a key factor for treating mental disorders, however, important barriers complicate help-seeking, among them, mental health related stigma being most prominent. We aimed to systematically review the current evidence for interventions focusing on reducing stigma related to mental health problems in small and medium enterprises (SMEs). DESIGN Systematic review with a focus on interventions targeting mental health related stigma in the workplace in accordance with PRISMA guidelines. The methodological quality of included articles was assessed using the Quality Assessment Tool for Quantitative Studies Scale. DATA SOURCES PubMed, Ovid Medline, PsycINFO, Scopus, and Cochrane databases and Google Scholar were searched from January 2010 until November 2022. ELIGIBILITY CRITERIA FOR SELECTING STUDIES We included experimental or quasi-experimental studies about workplace interventions aiming to reduce stigma, where the outcomes were measured in terms of stigmatisation against depression, anxiety and/or other mental health problems. DATA EXTRACTION AND SYNTHESIS Records were screened by two independent reviewers after inspecting titles and abstracts and a full-text read of the articles to assess whether they meet inclusion criteria. The results were synthesised narratively. RESULTS We identified 22 intervention studies, 3 with high quality, 13 with moderate quality and 6 with weak quality. Only 2 studies included SMEs, but no study focused on SMEs exclusively . The mode of delivery of the intervention was face to face in 15 studies, online in 4 studies and mixed in 3 studies. We found a significant reduction in stigmatising attitudes in almost all studies (20/22), using 10 different instruments/scales. Effects seemed to be independent of company size. Online interventions were found to be shorter, but seemed to be as effective as face-to-face interventions. CONCLUSIONS Although we did not find interventions focusing exclusively on SMEs, it is likely that antistigma interventions also will work in smaller workplaces. TRIAL REGISTRATION PROSPERO: ID: CRD42020191307.
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Affiliation(s)
- Mónika Ditta Tóth
- Institute of Behavioural Sciences, Semmelweis University, Budapest, Hungary
| | - Sarah Ihionvien
- Institute of Behavioural Sciences, Semmelweis University, Budapest, Hungary
| | - Caleb Leduc
- School of Public Health, University College Cork, Cork, Ireland
- National Suicide Research Foundation, Cork, Ireland
| | - Birgit Aust
- National Research Centre for the Working Environment, Copenhagen, Denmark
| | - Benedikt L Amann
- Centro Fórum Research Unit, Institute of Neuropsychiatry and Addictions (INAD), Hospital del Mar Medical Research Institute (IMIM), Parc de Salut Mar, Barcelona, Centro de Investigación Biomédica en Red de Salud Mental (CIBERSAM), Barcelona, Spain
- University Pompeu Fabra, Barcelona, Spain
| | | | - Hanna Reich
- German Depression Foundation, Leipzig, Germany
- Department for Psychiatry, Psychosomatics and Psychotherapy, Depression Research Center of the German Depression Foundation, Goethe University, Frankfurt, Germany
| | - Grace Cully
- School of Public Health, University College Cork, Cork, Ireland
- National Suicide Research Foundation, Cork, Ireland
| | - Sarita Sanches
- Phrenos Center of Expertise for Severe Mental Illness, Utrecht, The Netherlands
- Altrecht Mental Health Care, Utrecht, The Netherlands
| | | | - Gentiana Qirjako
- Department of Public Health, University of Medicine, Tirana, Albania
| | - Fotini Tsantila
- LUCAS, Centre for Care Research and Consultancy, KU Leuven, Leuven, Belgium
| | - Victoria Ross
- Australian Institute for Suicide Research and Prevention, School of Applied Psychology, Griffith University, Brisbane, Queensland, Australia
| | - Sharna Mathieu
- Australian Institute for Suicide Research and Prevention, School of Applied Psychology, Griffith University, Brisbane, Queensland, Australia
| | - Arlinda Cerga Pashoja
- Faculty of Epidemiology and Population Health, London School of Hygiene and Tropical Medicine, London, UK
| | - Ella Arensman
- School of Public Health, University College Cork, Cork, Ireland
- National Suicide Research Foundation, Cork, Ireland
- Australian Institute for Suicide Research and Prevention, School of Applied Psychology, Griffith University, Brisbane, Queensland, Australia
| | - György Purebl
- Institute of Behavioural Sciences, Semmelweis University, Budapest, Hungary
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Nebbs A, Martin A, Neil A, Dawkins S, Roydhouse J. An Integrated Approach to Workplace Mental Health: A Scoping Review of Instruments That Can Assist Organizations with Implementation. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:1192. [PMID: 36673948 PMCID: PMC9859114 DOI: 10.3390/ijerph20021192] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/17/2022] [Revised: 12/26/2022] [Accepted: 01/05/2023] [Indexed: 06/17/2023]
Abstract
This study aimed to identify instruments that may assist organizations with implementing an integrated approach to workplace mental health using three activities from the knowledge to action (KTA) framework. A scoping review of published and grey literature, supported by stakeholder (business end-user and researcher) consultation, identified work-specific instruments that were relevant to at least one of the three domains of an integrated approach to workplace mental health: 'prevent harm', 'promote the positive', and 'respond to problems'. A total of 207 instruments were located, and 109 instruments met eligibility criteria. 10 instruments were located that were relevant to multiple domains, however most instruments (n = 72) were relevant to the 'prevent harm' domain. Instruments relevant to the 'promote the positive' (n = 14) and 'respond to problems' (n = 13) domains were limited. Most instruments found were suitable for the 'monitor, review and improve' KTA activity. Further development of instruments that can assist with 'promote the positive' and 'respond to problems' strategies are required, specifically those instruments that can assist organizations with the 'identify gaps and opportunities' and 'identify priorities and design new/enhanced interventions' KTA activities.
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Affiliation(s)
- Adam Nebbs
- Menzies Institute for Medical Research, College of Health and Medicine, University of Tasmania, Hobart 7000, Australia
| | - Angela Martin
- Menzies Institute for Medical Research, College of Health and Medicine, University of Tasmania, Hobart 7000, Australia
| | - Amanda Neil
- Menzies Institute for Medical Research, College of Health and Medicine, University of Tasmania, Hobart 7000, Australia
| | - Sarah Dawkins
- School of Psychological Sciences, College of Health and Medicine, University of Tasmania, Hobart 7000, Australia
| | - Jessica Roydhouse
- Menzies Institute for Medical Research, College of Health and Medicine, University of Tasmania, Hobart 7000, Australia
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Pischel S, Felfe J, Krick A. Health-oriented leadership: Antecedents of leaders’ awareness regarding warning signals of emerging depression and burnout. GERMAN JOURNAL OF HUMAN RESOURCE MANAGEMENT-ZEITSCHRIFT FUR PERSONALFORSCHUNG 2022. [DOI: 10.1177/23970022221130754] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/05/2023]
Abstract
Due to growing demands, there is an increase in depression and burnout causing sickness absence and early retirement. Detecting depression and burnout at an early stage is a crucial task for leaders to allow for early support and prevent more severe illnesses. Within the health-oriented leadership concept, awareness is the ability to recognize followers’ warning signals as a potential health risk. Although it is widely accepted that awareness is a precondition to taking appropriate action, it is yet unclear to what extent leaders recognize the warning signals of followers and which factors facilitate or impede awareness. In an experimental study ( N = 54) and a survey study ( N = 215) we examined antecedents of awareness in followers and leaders: (a) clarity of displayed warning signals in followers, (b) leaders’ stressors, (c) leaders’ autonomy. Even under favorable conditions, only about half of the leaders recognized warning signals as a health risk. Leaders showed lower awareness during times of high stress and low autonomy and when followers displayed less clear warning signals. Autonomy moderated the effect of stress (workload) on awareness, but there was no buffering effect as expected. The findings deepen the theoretical understanding of awareness and suggest that leaders need to know how their awareness may be impeded. We provide practical recommendations for human resource management on how leaders’ awareness can be fostered.
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Affiliation(s)
- Sarah Pischel
- Helmut Schmidt University Hamburg/ University of the Federal Armed Forces, Germany
| | - Jörg Felfe
- Helmut Schmidt University Hamburg/University of the Federal Armed Forces, Germany
| | - Annika Krick
- Helmut Schmidt University Hamburg/University of the Federal Armed Forces, Germany
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Follmer KB, Geiger M, Beatty JE, Follmer DJ. The Consequences of not Being Me: Longitudinal Examination of the Relations Among Anticipated Discrimination, Authenticity, and Counterproductive Work Behaviors. GROUP & ORGANIZATION MANAGEMENT 2022. [DOI: 10.1177/10596011221107720] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
The current study examines the relations among anticipated discrimination, authenticity, and counterproductive work behaviors (CWBs) in an employee population that is vulnerable to mistreatment—namely, employees with depression and bipolar disorder. Using a longitudinal research design, we collected data at 3 points in time from 279 individuals diagnosed with depression and/or bipolar disorder. We tested the extent to which authenticity mediated the relationship between anticipated discrimination and counterproductive work behaviors. Our results provided support for our research model. Thus, when individuals perceived that they were likely to be targets of discrimination due to their mental illness, it resulted in increased counterproductive work behaviors, and this effect was transmitted through decreased perceptions of authenticity. In addition, we tested stigma centrality and symptom severity moderators of the mediated relationships. We found support for symptom severity (but not stigma centrality) as a moderator in which the mediated relationship between anticipated discrimination and CWBs through authenticity was stronger for those with more severe symptoms.
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Affiliation(s)
- Kayla B. Follmer
- Management Department, John Chambers College of Business and Economics, West Virginia University, Morgantown, WV, USA
| | - Mingang Geiger
- Management Department, Palumbo-Donahue School of Business, Duquesne University, Pittsburgh, PA, USA
| | - Joy E. Beatty
- Management Department, College of Business, Eastern Michigan University, Ypsilanti, MI, USA
| | - D. Jake Follmer
- School of Education, College of Applied Human Sciences. West Virginia University, Morgantown, WV, USA
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Bertilsson M, Löve J, Martinsson J, Wängnerud L, Hensing G. Association of stigmatizing attitudes with people’s opinion of depression as a valid reason for sickness absence: A Swedish vignette study. Work 2022; 73:495-504. [DOI: 10.3233/wor-205181] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND: Depression is a common cause of sickness absence (SA) and also highly associated with stigma. Few studies have addressed the role of stigma in relation to SA. OBJECTIVE: To investigate if attitudes to depression were associated with the public’s opinion of depression as a valid reason of SA. METHODS: The study population (n = 2413) originated from a web-based panel of citizens. The survey included a short vignette describing a person with symptoms of depression and the person’s work tasks, followed by a question on recommendation of SA. Negative attitudes were measured by the Depression Stigma Scale. Logistic regressions were used to estimate the odds ratios (OR) for the likelihood of not recommending SA, controlling for individual and work-related co-variates. RESULTS: The crude association between negative attitudes and not recommending SA was OR 2.15 (95% CI, 1.76–2.62). In the fully adjusted model the OR was 1.76 (95% CI, 1.40 –2.21) for not recommending SA. CONCLUSIONS: Participants with negative attitudes to depression were more likely to not consider depression as a valid reason of sickness absence. The study supports theories on layered stigma; attitudes from one arena are related to other arenas. Future studies are needed to confirm our findings.
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Affiliation(s)
- Monica Bertilsson
- Department of Public Health and Community Medicine, the Institute of Medicine, University of Gothenburg, Gothenburg, Sweden
| | - Jesper Löve
- Department of Public Health and Community Medicine, the Institute of Medicine, University of Gothenburg, Gothenburg, Sweden
| | - Johan Martinsson
- Department of Political Science, University of Gothenburg, Gothenburg, Sweden
| | - Lena Wängnerud
- Department of Political Science, University of Gothenburg, Gothenburg, Sweden
| | - Gunnel Hensing
- Department of Public Health and Community Medicine, the Institute of Medicine, University of Gothenburg, Gothenburg, Sweden
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Shava H, Chinyamurindi WT. The moderating role of career adaptability on the relationship between workplace spirituality and employee mental and physical health. SOUTH AFRICAN JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.4102/sajhrm.v19i0.1437] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
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Bertilsson M, Klinkhammer S, Staland-Nyman C, de Rijk A. How Managers Find Out About Common Mental Disorders Among Their Employees. J Occup Environ Med 2021; 63:975-984. [PMID: 34091578 DOI: 10.1097/jom.0000000000002287] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
OBJECTIVE To explore how managers find out about common mental disorders (CMDs) among employees and associations with managers' work- and knowledge-related characteristics and attitude to CMDs. METHODS Data from an online survey in 2017 with Swedish managers (n = 1810) were used. Different ways managers find out about CMDs were measured, and multivariate logistic regression analysis was conducted for associations with manager characteristics. RESULTS Few managers found out about CMDs themselves; another source was more common, for example, employees' self-disclosure. Managers' overseeing fewer subordinates and those with a negative attitude to depression were more likely to find out about CMDs themselves. The significance of mental health training and education could not be established. CONCLUSION Managers' awareness about employees' CMDs mainly came about through employees' self-disclosure. Managers' attitudes and work conditions were related to the way of finding out.
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Affiliation(s)
- Monica Bertilsson
- School of Public Health and Community Medicine, Sahlgrenska Academy University of Gothenburg, Gothenburg, Sweden (Dr Bertilsson, Dr Staland-Nyman); Department of Social Medicine, Care and Public Health Research Institute, Maastricht University, Maastricht, the Netherlands (Ms Klinkhammer, Dr de Rijk)
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Christensen JF, Guschke BL, Storm KIL, Muhr SL. The norm of norms in HRM research: A review and suggestions for future studies. HUMAN RESOURCE MANAGEMENT REVIEW 2021. [DOI: 10.1016/j.hrmr.2021.100859] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/08/2023]
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Dardas A, Williams A, Wang L. Evaluating changes in workplace culture: Effectiveness of a caregiver-friendly workplace program in a public post-secondary educational institution. PLoS One 2021; 16:e0250978. [PMID: 33989298 PMCID: PMC8121345 DOI: 10.1371/journal.pone.0250978] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/20/2020] [Accepted: 04/16/2021] [Indexed: 11/18/2022] Open
Abstract
BACKGROUND Workplace experience, defined as the evaluation of the work environment and performance, and a characteristic of workplace culture, can influence an employee's work-life balance. Most carer-employees, who combine paid full-time work and informal caregiving responsibilities, struggle to maintain a healthy work-life balance. Caregiver-Friendly Workplace Programs are designed to improve the work experience, and ultimately, the work-life balance of carer-employees. The purpose of this study is to identify changes in workplace culture through the examination of the efficacy of a caregiver-friendly workplace program on workplace experience. First, we identify whether awareness of a caregiver-friendly workplace program directly increases the amount of work support received and, in turn, improves workplace experience. Second, we will examine if significant differences in the amount of work support received translates into an improved workplace experience for carer-employees over time. METHODS Two university-wide online surveys were conducted separately; time 1 (T1) during the summer of 2015, and time 2 (T2), in the summer of 2017. In each survey, nearly 7000 employees received the invitation to participate with a response rate ranging 10% (T1) to 12% (T2). Respondents were asked about their sociodemographic characteristics, caregiving responsibilities (if applicable), awareness of caregiver-friendly workplace program, types of work support received, and work experience. Reliability analyses was conducted for three scales: awareness of caregiver-friendly workplace program; work support, and; workplace experience. Proportional T-tests were used to examine the difference amongst the intervention scales over time. Structural equation modeling (SEM), via path analysis, was used to investigate the causal indirect (awareness of caregiver-friendly workplace program to work support to workplace experience) relationship that define the workplace culture. RESULTS No significant changes in workplace culture were found over time. However, awareness of caregiver-friendly workplace programs is shown to positively impact the amount of support received, which sequentially improves workplace experience, and ultimately workplace culture. This therefore suggests that the implementation of caregiver-friendly workplace programs is potentially effective. CONCLUSIONS Results suggest that amount of support received, and workplace experience would be better reassessed via a longer time period (i.e., 5 yr. window), and improved support for managers and supervisors is needed to supplement relationships with their employees.
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Affiliation(s)
- Anastassios Dardas
- School of Earth, Environment & Society, McMaster University, Hamilton, Ontario, Canada
| | - Allison Williams
- School of Earth, Environment & Society, McMaster University, Hamilton, Ontario, Canada
| | - Li Wang
- Offord Center for Child Health Study, McMaster University, Hamilton, Ontario, Canada
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Kalfa S, Branicki L, Brammer S. Organizational accommodation of employee mental health conditions and unintended stigma. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2021.1910536] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
- Senia Kalfa
- Macquarie Business School, Macquarie University, Macquarie Park, NSW, Australia
| | - Layla Branicki
- The Open University Business School, The Open University, Milton Keynes, United Kingdom
| | - Stephen Brammer
- Bath School of Management, University of Bath, Bath, United Kingdom
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Follmer KB, Jones KS. Navigating Depression at Work: Identity Management Strategies Along the Disclosure Continuum. GROUP & ORGANIZATION MANAGEMENT 2021. [DOI: 10.1177/10596011211002010] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
For employees with stigmatized concealable identities, the decision to disclose or not disclose represents a critical workplace experience. Moreover, employees enact their disclosure decisions by engaging in identity management (IM) strategies. Although multiple conceptual frameworks exist related to disclosure decisions and IM strategies, none of these frameworks consider the relationship between these two phenomena. In addition, empirical work surrounding disclosure decisions often positions disclosure as a dichotomous decision, rather than considering disclosure as occurring along a continuum. In this study, we use in-depth interviews to investigate the nuances of concealable IM using a sample of stigmatized employees, namely, those with depression. Through inductive thematic analysis, a continuum of disclosure decisions emerged (non-disclosure, partial disclosure, and full disclosure) as well as eight distinct IM strategies that participants used to enact their disclosure decisions. Our results extend the knowledge of concealable IM in multiple ways. First, we map specific IM strategies onto the disclosure continuum to provide a more robust understanding of the IM process for employees with depression. Second, we identify specific IM strategies related to partial disclosure and full disclosure, thereby extending existing conceptual frameworks. Additionally, we expand the definitions of the concealing and signaling IM strategies. Lastly, our study exposes the lived experiences of a group of employees that have traditionally been underrepresented in applied organizational research, those with depression.
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Hastuti R, Timming AR. An inter-disciplinary review of the literature on mental illness disclosure in the workplace: implications for human resource management. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2021.1875494] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
Affiliation(s)
- Rina Hastuti
- School of Management, RMIT University, Melbourne, VIC, Australia
- Faculty of Islamic Business and Economics, IAIN, Surakarta, Central Java, Indonesia
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Follmer KB, Follmer DJ. Longitudinal relations between workplace mistreatment and engagement – The role of suicidal ideation among employees with mood disorders. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2021. [DOI: 10.1016/j.obhdp.2020.12.002] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/02/2023]
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Thisted CN, Labriola M, Nielsen CV, Jul Håkonsen S, Bjerrum MB. Understanding depression as a workplace issue: Clarifying employers' attitudes to manage employees with depression. Work 2020; 65:857-868. [PMID: 32310215 DOI: 10.3233/wor-203137] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND Sickness absence due to depression has indirect and direct costs for employers. Whilst employers play a key role in establishing supportive work environments and providing work adjustments, there is a lack of knowledge on employers' attitudes to support employees with depression. OBJECTIVE To investigate employers' attitudes to manage employees' depression, focusing on the employers' opportunities and challenges to support employees with depression. METHODS Individual interviews were conducted with five employers. Interview transcripts were analysed using qualitative content analysis. RESULTS Four categories emerged from the interviews: Attitude to and understanding of depression affect supportive practices; Dilemma between supporting employees with depression and accommodating workplace needs; The employer-employee relationship influences supportive practices; and Work accommodations target the employee's ability to work. CONCLUSION Employers may need a wider understanding of depression and the importance of the work environment influencing work disability due to depression. Studies should investigate how knowledge of work disability due to depression can be transferred to workplaces.Conflicting agendas of the vocational rehabilitation stakeholders poison opportunities to support, and initiatives may aim to promote employers' understanding of the benefits of collaborating with other stakeholders. The involvement of decision-makers to provide initiatives that support employers in managing employees with depression to promote their work participation is recommended.
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Affiliation(s)
- Cecilie N Thisted
- Department of Public Health, Research Unit for Nursing and Healthcare, Aarhus University, Aarhus, Denmark
| | - Merete Labriola
- Department of Public Health, Aarhus University, Aarhus, Denmark
| | - Claus V Nielsen
- DEFACTUM, Central Denmark Region, Aarhus, Denmark.,Department of Social Medicine and Rehabilitation, Regional Hospital West Jutland, Central Denmark Region, Herning, Denmark
| | - Sasja Jul Håkonsen
- Department of Medicine and Technology, Centre for Clinical Guidelines, University of Aalborg, Aalborg, Denmark
| | - Merete B Bjerrum
- Department of Public Health, Research Unit for Nursing and Healthcare, Aarhus University, Aarhus, Denmark
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Mangerini I, Bertilsson M, de Rijk A, Hensing G. Gender differences in managers' attitudes towards employees with depression: a cross-sectional study in Sweden. BMC Public Health 2020; 20:1744. [PMID: 33213425 PMCID: PMC7678207 DOI: 10.1186/s12889-020-09848-2] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/04/2020] [Accepted: 11/05/2020] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Depression is prevalent among employees and a major reason for sickness absence. First-line managers' attitudes towards employees with depression might influence return to work and the scant literature indicates gender differences in attitudes. The objective of this study was to investigate gender differences in managers' attitudes to employees with depression. METHODS A cross-sectional study was conducted among 4737 Swedish managers in 2017 (response rate 71%, n = 3358). Attitudes towards depression were measured with the instrument "Managerial stigma towards employees with depression" (12 items). The response patterns of women and men, the level of stigma and the direction of the gender differences were investigated with independent t tests and binary logistic regression analyses with covariates. RESULTS The likelihood of reporting high negative attitudes (score ≥ 36) was lower among women than men (odds ratio, 1.64; 95% confidence interval, 1.28-2.10) after adjusting for age, level of education, work sector, distribution of women and men among the staff, current workplace experience in management, lifetime experience in management, managerial position and presence of staff members at the current workplace who had depression and/or anxiety disorders. CONCLUSIONS Based on these findings, a gender-sensitive approach is suggested for future interventions to improve managers' attitudes towards employees with depression and other mental disorders.
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Affiliation(s)
- Ilaria Mangerini
- Department of Social Medicine, Care and Public Health Research Institute (CAPHRI), Faculty of Health, Medicine and Life Sciences, Maastricht University, Maastricht, The Netherlands
| | - Monica Bertilsson
- School of Public Health and Community Medicine, Institute of Medicine, The Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden
| | - Angelique de Rijk
- Department of Social Medicine, Care and Public Health Research Institute (CAPHRI), Faculty of Health, Medicine and Life Sciences, Maastricht University, Maastricht, The Netherlands
| | - Gunnel Hensing
- School of Public Health and Community Medicine, Institute of Medicine, The Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden.
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Determinants of Managerial Preventive Actions in Relation to Common Mental Disorders at Work: A Cross-Sectional Study Among Swedish Managers. J Occup Environ Med 2020; 61:854-862. [PMID: 31090675 DOI: 10.1097/jom.0000000000001629] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE Manager characteristics (personal, work-, and competence-related) were investigated as determinants of managerial preventive actions (MPAs) in relation to common mental disorders (CMDs) among employees. METHODS A web survey (n = 2921) among Swedish managers measured diverse managerial characteristics and two types of MPAs: reviewing assignments and work situation (MPA-review); talking about CMDs at the work place (MPA-talk). RESULTS MPA-review was reported by 50% and MPA-talk by 57% of managers. Characteristics that related to more MPAs were female gender, workplace offering lectures on CMDs, workplace offering stress counseling, being responsible for the work environment, management training on CMDs, and more than 10 years of managerial experience (MPA-talk only). CONCLUSION Managers who are female, have had training on CMDs, and work for organizations paying attention to CMD prevention initiate MPAs more often.
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Gaum PM, Brey F, Kraus T, Lang J. Does stigmatization moderate the association between intention and implementation of learned prevention-strategies at work after a depressive episode? - a cross-sectional pilot study. J Occup Med Toxicol 2019; 14:26. [PMID: 31708996 PMCID: PMC6833174 DOI: 10.1186/s12995-019-0246-9] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/02/2019] [Accepted: 10/23/2019] [Indexed: 11/16/2022] Open
Abstract
Background A depressive episode is a frequent reason for production loss due to long periods of absence at work. To maintain work ability after depression, affected employees need to implement learned coping strategies from interventions at work. Based on the theory of planned behavior, this paper examines how stigmatization relates to the implementation of the learned strategies at the workplace. Further, differences between employees with single or recurrent depressive episode were considered. Methods Data of an online survey from 112 participants who returned to work after sick leave because of a depressive episode were analyzed [men = 28 (25%); Age: mean = 42.3, SD = 10.9]. The strategies learned were asked openly, intention and implementation with a questionnaire based on the theory of planned behavior and stigmatization with an adapted version of the German inventory of subjective stigma experience. Results Intention is positively (β = .46, p < .001) and anticipated (β = −.18, p = .052) and experienced stigmatization not (β = −.11, p = .27) correlated with implementation. Only anticipated stigmatization moderates the association between intention and implementation (β = .26, p = .003). If individuals report a high intention to implement the learned strategies, stigmatization has no influence on implementation. Under low intention, stigmatization leads to less implementation. Participants with recurrent depressive episodes report higher anticipated stigmatization than participants with a single episode. Conclusion When employees return to work after a depressive episode, it is important to address anticipated stigmatization and to develop an organizational culture that helps them to reduce their fear of stigmatization and strengthens their work ability via implementing learned prevention-strategies. The reduction of patient’s anticipated stigmatization should already be considered in the therapy and reduced in cooperation with occupational physicians.
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Affiliation(s)
- Petra Maria Gaum
- Institute for Occupational, Social and Environmental Medicine, University Hospital RWTH Aachen, Pauwelsstraße 30, 52074 Aachen, Germany
| | - Franziska Brey
- Institute for Occupational, Social and Environmental Medicine, University Hospital RWTH Aachen, Pauwelsstraße 30, 52074 Aachen, Germany
| | - Thomas Kraus
- Institute for Occupational, Social and Environmental Medicine, University Hospital RWTH Aachen, Pauwelsstraße 30, 52074 Aachen, Germany
| | - Jessica Lang
- Institute for Occupational, Social and Environmental Medicine, University Hospital RWTH Aachen, Pauwelsstraße 30, 52074 Aachen, Germany
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Meunier S, Roberge C, Coulombe S, Houle J. Feeling better at work! Mental health self-management strategies for workers with depressive and anxiety symptoms. J Affect Disord 2019; 254:7-14. [PMID: 31082629 DOI: 10.1016/j.jad.2019.05.011] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 12/06/2018] [Revised: 03/05/2019] [Accepted: 05/06/2019] [Indexed: 11/19/2022]
Abstract
BACKGROUND The aim of this study was to identify self-management strategies that can be used in a workplace setting by workers living with depression and anxiety. METHODS A two-round Delphi study was conducted among three panels of experts: (1) employees living with anxiety or depression (n = 31); (2) managers of employees living with anxiety or depression (n = 12); and (3) researchers with expertise in workplace mental health (n = 15). Participants had to indicate whether each of 60 self-management strategies was applicable at work, and how useful each was for managing their symptoms while working. They could also reformulate or add strategies that were then evaluated in the second round. RESULTS A total of 60 existing and new self-management strategies were retained following the two rounds. Most useful strategies refer to the ability to set boundaries, maintain work-life balance, identify sources of stress and create positive relationships with supervisor and colleagues. Panels differed in their assessment of the usefulness of strategies focusing on employees' empowerment. LIMITATIONS Most participants were from Canada, limiting the generalizability of the results. CONCLUSION The self-management strategies identified in this study should be included in programs focusing on mental health at work and disseminated to employees living with depression and anxiety. Managers should take employee's perspective into account when searching for solutions to help them. Future research should use an inductive approach to identify strategies that are specifically related to the workplace setting. Quantitative studies are also needed to evaluate the effect of such strategies on work functioning.
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Affiliation(s)
- Sophie Meunier
- Department of Psychology, Université du Québec à Montréal, P.O. Box 8888, Station Centre-ville, Montréal H3C 3P8, QC, Canada.
| | - Camille Roberge
- Department of Psychology, Université du Québec à Montréal, P.O. Box 8888, Station Centre-ville, Montréal H3C 3P8, QC, Canada
| | - Simon Coulombe
- Department of Psychology, Wilfrid Laurier University, Waterloo, ON, Canada
| | - Janie Houle
- Department of Psychology, Université du Québec à Montréal, P.O. Box 8888, Station Centre-ville, Montréal H3C 3P8, QC, Canada
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Martin A, Woods M, Dawkins S. How managers experience situations involving employee mental ill-health. INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2018. [DOI: 10.1108/ijwhm-09-2017-0069] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Mental health conditions such as depression are prevalent in working adults, costly to employers, and have implications for legal liability and corporate social responsibility. Managers play an important role in determining how employees’ and organizations’ interests are reconciled in situations involving employee mental ill-health issues. The purpose of this paper is to explore these situations from the perspective of managers in order to develop theory and inform practice in workplace mental health promotion.
Design/methodology/approach
Semi-structured interviews were conducted with 24 Australian managers who had supervised an employee with a mental health issue. Interview transcripts were content analyzed to explore themes in managers’ experiences.
Findings
Managing an employee with a mental health issue involves becoming aware of the issue, taking action to understand the situation and develop an action response, implementing the response and managing the ongoing situation. Each of these tasks had a range of positive and negative aspects to them, e.g., managing the situation can be experienced as both a source of stress for the manager but also as an opportunity to develop greater management skills.
Practical implications
Understanding line managers’ experiences is critical to successful implementation of HR policies regarding employee health and well-being. HR strategies for dealing with employee mental health issues need to consider implementation support for managers, including promotion of guiding policies, training, emotional support and creating a psychosocial safety climate in their work units or teams.
Originality/value
The insights gained from this study contribute to the body of knowledge regarding psychosocial safety climate, an emergent theoretical framework concerned with values, attitudes and philosophy regarding worker psychological health. The findings also have important implications for strategic human resource management approaches to managing mental health in the workplace.
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Bovopoulos N, LaMontagne AD, Martin A, Jorm A. Exploring the role of mental health first aid officers in workplaces. INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2018. [DOI: 10.1108/ijwhm-06-2018-0082] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
An emerging trend in Australian workplaces is to appoint staff trained in mental health first aid as mental health first aid officers (MHFAOs), similar to physical first aid officers (PFAOs) focused on physical health emergencies. The purpose of this paper is to better understand the nature of MHFAO roles in workplaces and develop recommendations for other workplaces.
Design/methodology/approach
A case study methodology was used, with semi-structured qualitative interviews conducted with multiple individuals within five diverse organisations.
Findings
The results indicated that organisations tended to differ in their approach to implementation, based on their level of experience. There was a strong agreement across organisations on the benefits and challenges they have experienced with the role.
Practical implications
Organisational representatives highlighted some important differences between PFAO and MHFAO roles. Respondents across all organisations agreed that MHFA training should ideally be offered to all staff if feasible, not only MHFAOs. The greatest challenge experienced by respondents was inadequate support to, and internal resourcing for, MHFAO roles. Respondents suggested that workplaces provide more support and training to MHFAOs.
Originality/value
This is the first study to explore and describe the experiences of workplaces with MHFAOs. Recommendations are made to assist interested organisations in these efforts.
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Kirsh B, Krupa T, Luong D. How do supervisors perceive and manage employee mental health issues in their workplaces? Work 2018; 59:547-555. [PMID: 29733042 DOI: 10.3233/wor-182698] [Citation(s) in RCA: 13] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND Organizations have become increasingly concerned about mental health issues in the workplace as the economic and social costs of the problem continue to grow. Addressing employees' mental health problems and the stigma that accompanies them often falls to supervisors, key people in influencing employment pathways and the social climate of the workplace. OBJECTIVE This study examines how supervisors experience and perceive mental illness and stigma in their workplaces. It was conducted under the mandate of the Mental Health Commission of Canada's Opening Minds initiative. METHODS The study was informed by a theoretical framework of stigma in the workplace and employed a qualitative approach. Eleven supervisors were interviewed and data were analyzed for major themes using established procedures for conventional content analysis. RESULTS Themes relate to: perceptions of the supervisory role relative to managing mental health problems at the workplace; supervisors' perceptions of mental health issues at the workplace; and supervisors' experiences of managing mental health issues at work. The research reveals the tensions supervisors experience as they carry out responsibilities that are meant to benefit both the individual and workplace, and protect their own well-being as well. CONCLUSION This study emphasizes the salience of stigma and mental health issues for the supervisor's role and illustrates the ways in which these issues intersect with the work of supervisors. It points to the need for future research and training in areas such as balancing privacy and supports, tailoring disclosure processes to suit individuals and workplaces, and managing self-care in the workplace.
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Affiliation(s)
- Bonnie Kirsh
- Department of Occupational Science and Occupational Therapy, Department of Psychiatry and Rehabilitation Sciences Institute, University of Toronto, Toronto, Ontario, Canada
| | - Terry Krupa
- School of Rehabilitation Therapy, Queen's University, Kingston, Ontario, Canada
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Corbière M, Lecomte T, Lachance JP, Coutu MF, Negrini A, Laberon S. Stratégies de retour au travail d’employés ayant fait l’expérience d’une dépression : perspectives des employeurs et des cadres des ressources humaines. SANTE MENTALE AU QUEBEC 2017. [DOI: 10.7202/1041922ar] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
La dépression majeure est l’une des premières causes d’incapacité au travail dans le monde et a de nombreuses conséquences tant sur l’employé concerné qu’auprès des acteurs du milieu de travail.ObjectifNous visons à documenter, selon la perspective des employeurs et des cadres des ressources humaines, les stratégies que ces acteurs préconisent dans leur organisation pour faciliter le retour au travail (RaT) d’employés en absence maladie due à une dépression.MéthodeDeux cent dix-neuf employeurs et cadres de ressources humaines (n = 219) ont accepté de répondre à une entrevue semi-structurée téléphonique. La question abordée dans cet article était : « Selon vous, quelles sont les stratégies les plus efficaces pour aider un employé ayant reçu un diagnostic de dépression à retourner au travail ? » La codification duverbatima été effectuée à partir d’études empiriques et de théories existantes.RésultatsTrente-quatre (34) stratégies réparties sur six grands principes ont émergé : 1) Contact avec l’employé en absence maladie (10 stratégies) ; 2) Évaluation et planification du RaT sans précipitation (6) ; 3) Formation des gestionnaires et du collectif de travail à la problématique de la santé mentale au travail (4) ; 4) Concertation des acteurs clés du RaT (4) ; 5) RaT progressif avec aménagements (4) ; 6) Suivi de la santé de l’employé et de son travail (6).ConclusionCes principes articulés autour de 34 stratégies du RaT vont au-delà d’un processus étapiste de nature chronologique. Articulés dans un programme de RaT, ils devront être testés afin d’évaluer leurs retombées dans les organisations, notamment sur la gestion de l’incapacité au travail.
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Affiliation(s)
- Marc Corbière
- Professeur titulaire du Département d’éducation et pédagogie – Counseling de carrière, Université du Québec à Montréal – Chercheur au Centre de recherche de l’Institut universitaire en santé mentale de Montréal (CR-IUSMM) – Titulaire de la Chaire de recherche en santé mentale et travail, Fondation de l’IUSMM
| | - Tania Lecomte
- Professeur titulaire du Département de psychologie, Université de Montréal – Chercheuse au Centre de recherche de l’Institut universitaire en santé mentale de Montréal (CR-IUSMM)
| | - Jean-Philippe Lachance
- Étudiant au doctorat interdisciplinaire santé et société, Université du Québec à Montréal ; Coordonnateur de projets de recherche au Centre de recherche de l’Institut universitaire en santé mentale de Montréal (CR-IUSMM)
| | - Marie-France Coutu
- Professeure titulaire de l’École de réadaptation, campus de Longueuil, Université de Sherbrooke ; Chercheuse du CAPRIT intégré au centre de recherche – Hôpital Charles Le Moyne
| | - Alessia Negrini
- Chercheuse en santé psychologique au travail à l’Institut de recherche Robert-Sauvé en santé et en sécurité du travail (IRSST)
| | - Sonia Laberon
- Maître de conférences en psychologie du travail et des organisations, Faculté de psychologie, Laboratoire de psychologie EA4139, Université de Bordeaux, France
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Martin AJ, Giallo R. Confirmatory Factor Analysis of a Questionnaire Measure of Managerial Stigma Towards Employee Depression. Stress Health 2016; 32:621-628. [PMID: 27925449 DOI: 10.1002/smi.2655] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 08/18/2014] [Revised: 07/26/2015] [Accepted: 09/11/2015] [Indexed: 11/08/2022]
Abstract
Managers' attitudes play a key role in how organizations respond to employees with depression. We examine the measurement properties of a questionnaire designed to assess managerial stigma towards employees with depression. Using data from a sample of 469 Australian managers representing a wide range of industries and work settings, we conducted a confirmatory factor analysis to assess three proposed subscales representing affective, cognitive and behavioural forms of stigma. Results were equivocal indicating acceptable fit for two-factor (affective and cognitive + behavioural), three-factor (affective, cognitive and behavioural) and higher order models. Failure to demonstrate the discriminant validity of the cognitive and behavioural dimensions, even though they are theoretically distinct, suggests that further work on the scale is warranted. These results provide an extension to the psychometric profile of this measure (exploratory factor analysis; Martin, ). Development of strategies to operationalize this construct will benefit occupational health research and practice, particularly in interventions that aim to reduce the stigma of mental health issues in the workplace or where managers' attitudes are a key mechanism in intervention efficacy. We encourage future research on this measure pertaining in particular to further enhancing all aspects of its construct validity. Copyright © 2015 John Wiley & Sons, Ltd.
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Affiliation(s)
| | - Rebecca Giallo
- Murdoch Children's Research Institute, Melbourne, Victoria, Australia
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Silke C, Swords L, Heary C. The Development of an Empirical Model of Mental Health Stigma in Adolescents. Psychiatry Res 2016; 242:262-270. [PMID: 27310923 DOI: 10.1016/j.psychres.2016.05.033] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/04/2016] [Revised: 05/13/2016] [Accepted: 05/23/2016] [Indexed: 11/30/2022]
Abstract
BACKGROUND Research on mental health stigma in adolescents is hampered by a lack of empirical investigation into the theoretical conceptualisation of stigma, as well as by the lack of validated stigma measures. This research aims to develop a model of public stigma toward depression in adolescents and to use this model to empirically examine whether stigma is composed of three separate dimensions (Stereotypes, Prejudice and Discrimination), as is theoretically proposed. METHOD Adolescents completed self-report measures assessing their stigmatising responses toward a fictional peer with depression. An exploratory factor analysis (EFA; N=332) was carried out on 58-items, which proposed to measure aspects of stigma. A confirmatory factor analysis (CFA; N=236) was then carried out to evaluate the validity of the observed stigma model. Finally, higher-order CFAs were conducted in order to assess whether the observed model supported the tripartite conceptualisation of stigma. RESULTS The EFA returned a seven-factor model of stigma. These factors were designated as Dangerousness, Warmth & Competency, Responsibility, Negative Attributes, Prejudice, Classroom Discrimination and Friendship Discrimination. The CFA supported the goodness-of-fit of this seven-factor model. The higher-order CFAs indicated that these seven factors represented the latent constructs of, Stereotypes, Prejudice and Discrimination, which in turn represented Stigma. CONCLUSIONS Overall, results support the tripartite conceptualisation of stigma and suggest that measurements of mental health stigma in adolescents should include assessments of all three dimensions. These results also highlight the importance of establishing valid and reliable measures for assessing stigma in adolescents.
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Affiliation(s)
- Charlotte Silke
- School of Psychology, National University of Ireland, Galway.
| | - Lorraine Swords
- School of Psychology and Children's Research Centre, Trinity College Dublin
| | - Caroline Heary
- School of Psychology, National University of Ireland, Galway
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LaMontagne AD, Milner AJ, Allisey AF, Page KM, Reavley NJ, Martin A, Tchernitskaia I, Noblet AJ, Purnell LJ, Witt K, Keegel TG, Smith PM. An integrated workplace mental health intervention in a policing context: Protocol for a cluster randomised control trial. BMC Psychiatry 2016; 16:49. [PMID: 26920745 PMCID: PMC4769504 DOI: 10.1186/s12888-016-0741-9] [Citation(s) in RCA: 20] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 01/13/2016] [Accepted: 02/08/2016] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND In this paper, we present the protocol for a cluster-randomised trial to evaluate the implementation and effectiveness of a workplace mental health intervention in the state-wide police department of the south-eastern Australian state of Victoria. n. The primary aims of the intervention are to improve psychosocial working conditions and mental health literacy, and secondarily to improve mental health and organisational outcomes. METHODS/DESIGN The intervention was designed collaboratively with Victoria Police based on a mixed methods pilot study, and combines multi-session leadership coaching for the senior officers within stations (e.g., Sergeants, Senior Sergeants) with tailored mental health literacy training for lower and upper ranks. Intervention effectiveness will be evaluated using a two-arm cluster-randomised trial design, with 12 police stations randomly assigned to the intervention and 12 to the non-intervention/usual care control condition. Data will be collected from all police members in each station (estimated at >20 per station). Psychosocial working conditions (e.g., supervisory support, job control, job demands), mental health literacy (e.g., knowledge, confidence in assisting someone who may have a mental health problem), and mental health will be assessed using validated measures. Organisational outcomes will include organisational depression disclosure norms, organisational cynicism, and station-level sickness absence rates. The trial will be conducted following CONSORT guidelines. Identifying data will not be collected in order to protect participant privacy and to optimise participation, hence changes in primary and secondary outcomes will be assessed using a two-sample t-test comparing summary measures by arm, with weighting by cluster size. DISCUSSION This intervention is novel in its integration of stressor-reduction and mental health literacy-enhancing strategies. Effectiveness will be rigorously evaluated, and if positive results are observed, the intervention will be adapted across Victoria Police (total employees ~16,500) as well as possibly in other policing contexts, both nationally and internationally. TRIAL REGISTRATION Current Controlled Trials: ISRCTN82041334. Registered 24th July, 2014.
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Affiliation(s)
- Anthony D LaMontagne
- Centre for Population Health Research, School of Health & Social Development, Deakin University, Geelong, VIC, 3220, Australia.
| | - Allison J Milner
- Centre for Population Health Research, School of Health & Social Development, Deakin University, Geelong, VIC, 3220, Australia.
| | - Amanda F Allisey
- Faculty of Business and Law, Deakin Business School, Deakin University, Geelong, 3220, VIC, Australia.
| | - Kathryn M Page
- Centre for Population Health Research, School of Health & Social Development, Deakin University, Geelong, VIC, 3220, Australia.
| | - Nicola J Reavley
- Melbourne School of Population and Global Health, University of Melbourne, Parkville, Melbourne, VIC, Australia.
| | - Angela Martin
- Tasmanian School of Business and Economics, University of Tasmania, Sandy Bay Campus, Hobart, TAS, Australia.
| | - Irina Tchernitskaia
- Centre for Population Health Research, School of Health & Social Development, Deakin University, Geelong, VIC, 3220, Australia.
| | - Andrew J Noblet
- Faculty of Business and Law, Deakin Business School, Deakin University, Geelong, 3220, VIC, Australia.
| | - Lauren J Purnell
- Centre for Population Health Research, School of Health & Social Development, Deakin University, Geelong, VIC, 3220, Australia.
| | - Katrina Witt
- Centre for Population Health Research, School of Health & Social Development, Deakin University, Geelong, VIC, 3220, Australia.
| | - Tessa G Keegel
- College of Science, Health and Engineering, School of Psychology and Public Health, La Trobe University, Melbourne, VIC, Australia.
| | - Peter M Smith
- Monash Centre for Occupational & Environmental Health, School of Public Health & Preventive Medicine, Alfred Hospital, Monash University, Melbourne, VIC, Australia.
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Nittrouer CL, Trump RCE, O'Brien KR, Hebl M. Stand Up and Be Counted: In the Long Run, Disclosing Helps All. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2015. [DOI: 10.1111/iops.12139] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Martin A, Fisher CD. Understanding and Improving Managers' Responses to Employee Depression. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2015. [DOI: 10.1111/iops.12147] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Cocker F, Nicholson JM, Graves N, Oldenburg B, Palmer AJ, Martin A, Scott J, Venn A, Sanderson K. Depression in working adults: comparing the costs and health outcomes of working when ill. PLoS One 2014; 9:e105430. [PMID: 25181469 PMCID: PMC4152191 DOI: 10.1371/journal.pone.0105430] [Citation(s) in RCA: 21] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/27/2014] [Accepted: 07/21/2014] [Indexed: 11/18/2022] Open
Abstract
Objective Working through a depressive illness can improve mental health but also carries risks and costs from reduced concentration, fatigue, and poor on-the-job performance. However, evidence-based recommendations for managing work attendance decisions, which benefit individuals and employers, are lacking. Therefore, this study has compared the costs and health outcomes of short-term absenteeism versus working while ill (“presenteeism”) amongst employed Australians reporting lifetime major depression. Methods Cohort simulation using state-transition Markov models simulated movement of a hypothetical cohort of workers, reporting lifetime major depression, between health states over one- and five-years according to probabilities derived from a quality epidemiological data source and existing clinical literature. Model outcomes were health service and employment-related costs, and quality-adjusted-life-years (QALYs), captured for absenteeism relative to presenteeism, and stratified by occupation (blue versus white-collar). Results Per employee with depression, absenteeism produced higher mean costs than presenteeism over one- and five-years ($42,573/5-years for absenteeism, $37,791/5-years for presenteeism). However, overlapping confidence intervals rendered differences non-significant. Employment-related costs (lost productive time, job turnover), and antidepressant medication and service use costs of absenteeism and presenteeism were significantly higher for white-collar workers. Health outcomes differed for absenteeism versus presenteeism amongst white-collar workers only. Conclusions Costs and health outcomes for absenteeism and presenteeism were not significantly different; service use costs excepted. Significant variation by occupation type was identified. These findings provide the first occupation-specific cost evidence which can be used by clinicians, employees, and employers to review their management of depression-related work attendance, and may suggest encouraging employees to continue working is warranted.
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Affiliation(s)
- Fiona Cocker
- School of Population and Global Health, University of Melbourne, Melbourne, Australia
- Menzies Research Institute Tasmania, University of Tasmania, Hobart, Australia
- * E-mail:
| | | | - Nicholas Graves
- School of Public Health, Queensland University of Technology, Queensland, Australia
| | - Brian Oldenburg
- School of Population and Global Health, University of Melbourne, Melbourne, Australia
| | - Andrew J. Palmer
- Menzies Research Institute Tasmania, University of Tasmania, Hobart, Australia
| | - Angela Martin
- Tasmanian School of Business and Economics, University of Tasmania, Hobart, Australia
| | - Jenn Scott
- School of Psychology, University of Tasmania, Hobart, Tasmania, Australia
| | - Alison Venn
- Menzies Research Institute Tasmania, University of Tasmania, Hobart, Australia
| | - Kristy Sanderson
- Menzies Research Institute Tasmania, University of Tasmania, Hobart, Australia
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Development of guidelines for workplace prevention of mental health problems: A Delphi consensus study with Australian professionals and employees. ACTA ACUST UNITED AC 2014. [DOI: 10.1016/j.mhp.2014.07.002] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
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Workplace mental health: developing an integrated intervention approach. BMC Psychiatry 2014; 14:131. [PMID: 24884425 PMCID: PMC4024273 DOI: 10.1186/1471-244x-14-131] [Citation(s) in RCA: 157] [Impact Index Per Article: 15.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 10/23/2013] [Accepted: 03/14/2014] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Mental health problems are prevalent and costly in working populations. Workplace interventions to address common mental health problems have evolved relatively independently along three main threads or disciplinary traditions: medicine, public health, and psychology. In this Debate piece, we argue that these three threads need to be integrated to optimise the prevention of mental health problems in working populations. DISCUSSION To realise the greatest population mental health benefits, workplace mental health intervention needs to comprehensively 1) protect mental health by reducing work-related risk factors for mental health problems; 2) promote mental health by developing the positive aspects of work as well as worker strengths and positive capacities; and 3) address mental health problems among working people regardless of cause. We outline the evidence supporting such an integrated intervention approach and consider the research agenda and policy developments needed to move towards this goal, and propose the notion of integrated workplace mental health literacy. SUMMARY An integrated approach to workplace mental health combines the strengths of medicine, public health, and psychology, and has the potential to optimise both the prevention and management of mental health problems in the workplace.
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Cocker F, Martin A, Scott J, Venn A, Sanderson K. Psychological distress, related work attendance, and productivity loss in small-to-medium enterprise owner/managers. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2013; 10:5062-82. [PMID: 24132134 PMCID: PMC3823320 DOI: 10.3390/ijerph10105062] [Citation(s) in RCA: 54] [Impact Index Per Article: 4.9] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 07/22/2013] [Revised: 09/04/2013] [Accepted: 10/01/2013] [Indexed: 12/02/2022]
Abstract
Owner/managers of small-to-medium enterprises (SMEs) are an under-researched population in terms of psychological distress and the associated health and economic consequences. Using baseline data from the evaluation of the Business in Mind program, a mental health promotion intervention amongst SME owner/managers, this study investigated: (i) prevalence of high/very high psychological distress, past-month sickness absenteeism and presenteeism days in SME owner/managers; (ii) associated, self-reported lost productivity; and (iii) associations between work, non-work and business-specific factors and work attendance behaviours. In our sample of 217 SME owner/managers 36.8% reported high/very high psychological distress. Of this group 38.7% reported past-month absenteeism, 82.5% reported past-month presenteeism, and those reporting presenteeism were 50% less productive as than usual. Negative binomial regression was used to demonstrate the independent effects of socio-demographic, work-related wellbeing and health-related factors, as well as various individual and business characteristics on continuous measures of absenteeism and presenteeism days. Health-related factors (self-rated health and treatment) were the strongest correlates of higher presenteeism days (p < 0.05). Work-related wellbeing factors (job tension and job satisfaction) were the strongest correlates of higher absenteeism days (p < 0.05). Higher educational attainment, treatment and neuroticism were also correlated with more absenteeism days. SME-specific information about the occurrence of psychological distress, work attendance behaviour, and the variables that influence these decisions, are needed for the development of guidelines for managing psychological distress within this sector.
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Affiliation(s)
- Fiona Cocker
- Menzies Research Institute Tasmania, University of Tasmania, Private Bag 23, Hobart TAS 7000, Australia; E-Mails: (A.V.); (K.S.)
| | - Angela Martin
- School of Management, University of Tasmania, Locked Bag 1316, Launceston TAS 7250, Australia; E-Mail:
| | - Jenn Scott
- School of Psychology, University of Tasmania, Private Bag 30, Hobart TAS 7001, Australia; E-Mail:
| | - Alison Venn
- Menzies Research Institute Tasmania, University of Tasmania, Private Bag 23, Hobart TAS 7000, Australia; E-Mails: (A.V.); (K.S.)
| | - Kristy Sanderson
- Menzies Research Institute Tasmania, University of Tasmania, Private Bag 23, Hobart TAS 7000, Australia; E-Mails: (A.V.); (K.S.)
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Teti E, Andriotto M. Effectiveness of employee welfare schemes: differences of specific professional profiles. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2013. [DOI: 10.1080/09585192.2013.763840] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
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Cocker F, Martin A, Scott J, Venn A, Sanderson K. Psychological distress and related work attendance among small-to-medium enterprise owner/managers: literature review and research agenda. INTERNATIONAL JOURNAL OF MENTAL HEALTH PROMOTION 2012. [DOI: 10.1080/14623730.2013.771036] [Citation(s) in RCA: 11] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
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Factors associated with presenteeism among employed Australian adults reporting lifetime major depression with 12-month symptoms. J Affect Disord 2011; 135:231-40. [PMID: 21880374 DOI: 10.1016/j.jad.2011.07.028] [Citation(s) in RCA: 30] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 05/10/2011] [Revised: 06/28/2011] [Accepted: 07/29/2011] [Indexed: 11/22/2022]
Abstract
BACKGROUND Employees experiencing depression can take a sickness absence or continue working ('presenteeism'). However, little is known about the factors associated with these behaviors within this population. This study aimed to determine the relative importance of socio-demographic, financial, work and health-related factors associated with presenteeism. METHODS The 2007 Australian National Survey of Mental Health and Wellbeing provided data from employed individuals reporting lifetime major depression with 12-month symptoms (N=320). Survey adjusted multivariable logistic regression assessed classification of 12-month, depression-related presenteeism on the basis of socio-demographic, financial, work and health factors. RESULTS Acceptable classification of cases was 70% or greater. Classification of cases based on socio-demographic factors, age, sex and marital status, was reasonable (62%). Adding work factors (work hours and occupation type) produced a 1% increase in successfully classified cases (63%). Health factors further increased correctly classified cases (67%). Marital status, housing tenure and co-morbid mental disorders were important indicators of presenteeism behavior. LIMITATIONS Work-related variables were restricted to available measures. Potentially important psychosocial work environment factors were unavailable. Cross-sectional data precluded causal inference. CONCLUSIONS Using available factors, model discrimination did not reach an acceptable level i.e. 70% of presenteeism cases successfully classified. This highlighted the contribution of unmeasured factors to presenteeism behavior. Future research should explore the relative importance of psychosocial work environment and personality factors such as work demands, effort/reward imbalance and conscientiousness. The identified associations between socio-demographic, financial and health factors on work attendance behaviors could inform disease management guidelines for employers via recognition of employees at risk of presenteeism.
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Szeto AC, Dobson KS. Reducing the stigma of mental disorders at work: A review of current workplace anti-stigma intervention programs. ACTA ACUST UNITED AC 2010. [DOI: 10.1016/j.appsy.2011.11.002] [Citation(s) in RCA: 68] [Impact Index Per Article: 4.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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